Delegation

Overwhelmed leaders often delegate less than they should. You learn how to assign more work to your staff while being confident that they will execute them well.

Who should attend:

Less experienced and future leaders

Ideal class size:

8-12

Duration:

1 day

One of the main causes of burnout is stress caused by overload. But stress automatically gives us a sense of control: we feel that if we take things into our own hands, at least we don’t have to worry about them. Therefore, when managers are faced with a choice between delegating a task or tackling it themselves, they tend to do the latter under pressure. Bad experiences of trying to delegate in the past and not getting the desired result reinforce this pattern – and then, instead of honing their skills, simply giving up on delegation– also tend to push them in this direction.

In the same vein, when we do tasks we are experts at, we enjoy them and our efforts are usually rewarded with success (these are typically tasks of the people who report to us.) When we are stressed, or on the way to burnout, these positive feelings improve our well-being – which we desperately need.

The result: we don’t delegate when we could. It makes us feel better in the here and now. The cost: our workload goes up, which increases stress; our colleagues get tired of us not trusting them and quit. And the increasing turnover pressures again add to our stress.

As the result of our Delegation program, you will:

Take manageable risks: You distinguish between deliberate, monitored delegation and dumping – when you just get rid of a task. So you can delegate without worrying about the quality of implementation.
Understand the reasons: You know what beliefs lead to a lack of delegation and how to overcome them.
Learn key skills: Goal setting, monitoring and feedback methods to make delegation easier for both parties involved.
You put our staff on a development path: They take on more and more responsibility and achieve more and more success. This retains and motivates them, increases their value in the job market and makes them receptive to new challenges. This is a significant relief for the manager.

What’s next?

Delegation is a basic leadership skill. If we are to make progress in this area, we need to develop in the following areas in particular:

Using leadership styles situationally: Identify the development needs of your employees and give them what they need in the situation.
Coaching Essentials: Create a workplace environment where continuous development is an integral part of the culture.
Motivation: Unleash the best version of your employees.